Workbear재주넘는곰
대법원 87도604

Violation of the Labor Standards Act (근로기준법위반)근로기준법위반

Decided1987. 05. 26. Court대법원Worker won
AI-generated English translation (summary, key points, decision summary and full text) for reference only — not an official translation and without legal effect. The Korean original below is authoritative.
AI Easy read — AI summary of this decision
AI-generated summary for reference only — the Korean original below is authoritative.

The Supreme Court held that financial pressure from a business downturn alone does not constitute a special circumstance justifying delayed payment of severance pay (퇴직금). It further ruled that even if a contract is structured as an independent contractor agreement (도급계약), a person is considered an employee (근로자) under the Labor Standards Act if there is a relationship of subordination to the employer, the person provides labor at a specific workplace, and receives performance-based pay. The employer's conviction for violating the Labor Standards Act was upheld.

Key takeaways
  • CaseAn employer delayed severance pay citing business difficulties and denied that a worker hired under a subcontracting agreement was an actual employee.
  • OutcomeThe Court ruled that business downturn alone does not justify delaying severance pay, and that the worker was indeed an employee due to the subordinate working relationship despite the contract's form.
  • LessonSeverance pay (퇴직금) must be paid even during financial hardship, and employee status is determined by actual working conditions, not by the label given to the contract.
Issues
  • Whether a business downturn qualifies as a valid reason under the proviso of Article 30 of the Labor Standards Act to delay payment of severance pay
  • Whether a person providing labor under the form of an independent contractor agreement (도급계약) qualifies as an 'employee' under Article 14 of the Labor Standards Act
Key reasoning

The Court reasoned that under the Labor Standards Act, delaying severance pay without the worker's consent requires genuinely exceptional circumstances, and mere financial difficulty caused by a business slowdown does not meet this threshold. It also emphasized that employee status should be determined by the substance of the working relationship rather than the form of the contract. Even where a worker is nominally engaged under a subcontracting or independent contractor arrangement, if the worker is under the employer's direction and control, performs labor at a designated worksite, and is paid based on performance, that worker qualifies as an 'employee' under Article 14 of the Labor Standards Act. Consequently, the employer's refusal to pay severance and denial of employee status were both rejected by the Court.

Summary of Decision (English, AI translation)

a. The mere fact that the employer was under financial pressure and thus unable to make payment due to business difficulties or the like cannot be deemed a "special circumstance" that permits an extension of the retirement allowance payment deadline as prescribed in the proviso of Article 30 of the Labor Standards Act (근로기준법).

b. Even if the contract took the form of a subcontract (도급계약), if the substance of the contract is such that a relationship of use and subordination is maintained with the employer, the sole purpose is to provide specific labor for the contractor's business or place of business, and the payment for such labor is to be made on an efficiency- or performance-based rate, then the person who provided such labor accordingly falls under the definition of "worker" as prescribed in Article 14 of the Labor Standards Act (근로기준법).

Full text (English, AI translation) 2,618 chars

[Defendant]

[Appellant] Defendant

[Lower Court Judgment]

Busan District Court Decision 86No820, rendered February 17, 1987

[Order]

The appeal is dismissed.

[Reasoning]

The grounds of appeal are examined.

The proviso of Article 30 of the Labor Standards Act (근로기준법) provides that, where a worker has retired, the deadline for payment of retirement allowances and other payments may be extended by agreement between the parties. However, the mere fact that the employer was unable to make such payment due to financial pressure arising from, among other things, a downturn in business cannot be regarded as the special circumstance referred to in the above provision.
Therefore, if the Defendant, citing such reasons, failed to pay the retirement allowance and other payments to the worker in a timely manner without any agreement to extend the deadline with the worker, this constitutes the crime at issue in this case. The judgment of the court below, which reached the same conclusion, is justified.

Since Article 14 of the Labor Standards Act provides that a "worker" means a person who, regardless of the type of occupation, provides labor to a business or workplace for the purpose of earning wages, even if the form of a subcontract (도급계약) agreement is used, if the content of the contract is such that a relationship of employment and subordination is maintained with the employer, the sole purpose being the provision of specified labor to the contractor's business or workplace, and payment for such labor provision is made in the form of efficiency bonuses or performance-based pay, then the person who provided labor under such an arrangement falls within the meaning of "worker" as defined in the above Act.

Accordingly, the court below's finding of fact that Kim Tae-su provided labor within the Defendant's workplace under the Defendant's direction and supervision, and received pay on a subcontract basis, and its determination that Kim Tae-su is a "worker" under the Labor Standards Act, are also justified.

In conclusion, there is no error in the judgment of the court below, such as a misapprehension of the law or a violation of the rules of evidence, as alleged.

As in the present case, where a fine has been imposed, an assertion of unfairness in sentencing cannot serve as a lawful ground of appeal under the Criminal Procedure Act (형사소송법). All of the arguments are without merit.

Accordingly, the opinions of the participating Justices being unanimous in dismissing the appeal, it is so ordered as stated in the Order.

Justice Jeong Gi-seung (Presiding Justice), Lee Myeong-hui, Yun Gwan

【판결요지】

가. 사용자가 사업의 부진등으로 자금압박을 받아 이를 지급할 수 없었다는 것만으로는 이를 근로기준법 제30조 단서 소정의 퇴직금 지급기일을 연장할 수 있는 "특별한 사정"이라고는 할 수 없다

나. 도급계약의 형식을 빌렸다 하더라도 그 계약내용이 사용자와의 사이에 사용종속관계를 유지하면서 도급인의 사업 또는 사업장에 특정한 노무제공만을 그 목적으로 하고 있고 그 노무제공에 대하여 능률적 내지 성과급을 지급받기로 하는 것이라면 이에 따라 노무를 제공한 자는 근로기준법 제14조 소정의 "근로자"에 해당한다

【참조조문】

가. 근로기준법 제30조 , 제109조 / 나. 근로기준법 제14조

【주문】·【이유】 전문 907자 · 펼쳐 보기

【피 고 인】

【상 고 인】 피고인

【원심판결】 부산지방법원 1987.2.17 선고 86노820 판결

【주 문】

상고를 기각한다.

【이 유】 상고이유를 본다.

근로기준법 제30조 단서는 근로자가 퇴직한 경우에 당사자의 합의에 의하여 퇴직금 등의 지급기일을 연장할 수 있도록 규정하고 있는데 사용자가 사업의 부진 등으로 자금압박을 받아 이를 지급할 수 없었다는 것만으로는 이를 위에서 규정한 특별한 사정이라고 할 수 없는 것이므로 피고인이 이를 이유로 근로자와의 사이에 연장합의도 없이 퇴직금 등을 제때에 지급하지 않았다면 이 사건 범죄를 구성한다 할 것이다. 같은 취지의 원심판단은 정당하다.

근로기준법 제14조가 근로자라 함은 직업의 종류를 불문하고 사업 또는 사업장에 임금을 목적으로 근로를 제공하는 자를 말한다고 규정하고 있으므로 비록 도급계약의 형식을 빌렸다 하더라도 그 계약내용이 사용자와의 사이에 사용종속관계를 유지하면서 도급인의 사업 또는 사업장에 특정한 노무제공만을 그 목적으로 하고 있고 그 노무제공에 대하여 능률금 내지 성과금을 지급받기로 하는 것이라면 이에 따라 노무를 제공한 자는 위법에서 말하는 근로자에 해당한다 할 것이다.

따라서 원심이 김태수가 피고인의 사업장안에서 그의 지휘 감독하에 노무를 제공하고 도급제로 급료를 받아 온 사실을 확정하고 위 김태수를 근로기준법상의 근로자로 본 것도 정당하다.

결국 원심판결에 주장하는 바와 같은 법리의 오해나 채증법칙을 어긴 위법이 없다.

이 사건에 있어서와 같이 벌금형이 선고된 판결에 대하여는 형사소송법상 양형부당을 들어 적법한 상고이유로 삼을 수 없다. 주장은 모두 이유없다.

그러므로 상고를 기각하기로 관여법관의 의견이 일치되어 주문과 같이 판결한다.

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